Expert Tips For Making Your Workplace Less Stressful

Creating an inclusive workplace where everyone feels welcomed and can be their authentic selves is important for the well-being of workers. According to the American Institute of Stress, “job stress is far and away the major source of stress for American adults and that it has escalated progressively over the past few decades.”

I interviewed experts on steps employers can take to create a more inclusive workplace.

Celebrate Differences

Laura Maechtlen, partner at Seyfarth Shaw LLP, a national labor employment law firm suggests making it easy for people to celebrate and honor difference in a positive way. Maechtlen says, “This can be done and simple ways. One of our offices does a 'foods from our families' potluck as part of our diversity inclusion initiatives each year.”

Maechtlen also says that leadership in action is important–demonstrating through actions that management values an inclusive environment. For example, management teams should be mindful of favoring people who are like them. Even simple practices like taking all people out to lunch, not just close friends, can create a more inclusive workforce.

Have Policies in Place

According to Shelby Skeabeck, an attorney with the law firm of Shawe Rosenthal, a management-side labor and employment law firm in Baltimore, Md., “It's important to have equal employment opportunity policies, policies prohibiting discrimination and harassment, and open door policies (and if they don’t, they should).”

However, simply having a policy in place isn't sufficient. Skeabeck suggests sending out friendly reminders, including email to all employees, a blurb in the company newsletter or a debriefing with managers about the company’s commitment to these policies can assist with creating an inclusive environment. In addition, Skeabeck shares, “reminding employees that they will not be subject to retaliation for voicing concerns can go a long way in easing the mind of employees about reporting issues arising under such policies.”

Diana Maier, an employment lawyer in Corte Madera, CA suggest also suggests fostering an inclusive workplace with an open door policy. “This helps to create a truly inclusive workplace,” says Maier. Another useful advice Maier offers is to take names off resumes before it's passed managers. Maier says this is something she's observed in very inclusive workforces, and helps to make things even more fair. “There's lots of research on how much resume names impact decision making,” says Maier.

Laura Maechtlen also suggests having a formal policy for conflict resolution. However, this policy, like all diversity statements, must be “the lived experience of talent in the organization,” says Maechtlen.

Dealing With Election-Related Issues

With the recent election results, there are likely more political discussions at the office. labor and employment attorney Gerald Hathaway, a partner in the New York office of Drinker Biddle & Reath LLP, offers the following advice:

There are two aspects of likely divisiveness in the wake of the election: One is simply political taunting, which happens after every close election, and will pass in time. The other is much more serious. This heated Presidential election has attracted vocal participation by active hate groups, and social media has been rife with reports of hate speech and threats made to minorities, gays and Muslims.

In the workplace, taunts along these lines can and will lead to liability. A forward-thinking employer should engage in diversity and tolerance training, but the trainers had better be prepared to counter open and hostile opposition to the concept of diversity.

Host a company town hall (or department if a large company) hosted in person by the CEO or the senior leader for that department. Have people anonymously submit specific concerns they have with the election's outcome and discuss how the company will do its part to address them.

Form a staff-driven diversity/inclusion committee. Each department will appoint an ambassador (preferably non-management) who will listen to concerns and provide a safe haven for employees. These ambassadors will meet as a group and address concerns with company executives.

Be Mindful of How You Define Diversity

Lisa Handelman, community disability inclusion specialist for the Jewish Federation of Greater Washington, suggests that for employers to create an inclusive workplace, they need to be “intentional and specific in their language, and then back up their words with visible action.”

The language employers use matters. Language to advance inclusion should be personal, with a focus on “all of us,” not on a subgroup of “outsiders.” True inclusion in the workplace means recognizing individual rights; it is good for business, not just something good for businesses to do.

These ideas become visible when they appear as part of mission statements, on websites and in all forms of public communications. Minorities, women, people in the LGBTQ community and individuals with disabilities should be part of the planning committees that advise how to best advance inclusion. Handelman suggests, “Actively listening to those involved and valuing their perspective and input is critical.”

Disabled people are often overlooked in general conversations about diversity. They shouldn’t be. Experience shows that disabled people add value beyond simply doing their jobs. According to disability rights lawyer and author Lainey Feingold, the first step in making sure your workplace includes disability diversity is to include disabled people in planning diversity initiatives–for both employees and applicants.

Familiarize yourself with key issues in disability diversity, including accessible technology, the value of neurodiversity and a robust accommodation policy. Make sure both on- and off-site meetings and events are planned with everyone in mind. Online training? Make sure deaf and blind people can access content.

Learn from companies with a commitment to workplace diversity. Microsoft, Booz Allen Hamilton and Walgreens are three with a track record. Take advantage of abundant online resources. PeatWorks is a good place to start. “Make your workplace welcoming for everyone,” says Feingold, “and you will reap the benefits of everyone’s unique talents.”

I am a lawyer, public speaker and an author who specializes in covering how the mind can be trained for optimal performance in the workplace. I’m intensely curious about what makes people and teams resilient. I enjoy studying and writing about how a person can maintain phys...